Catch up notes
What we learned from Richmond Events’ Human Resources Forum, 14-15 May 2019
Your guide Louise Breed Associate Director Karian and Box
Louise has over 15 years’ experience in engagement and communications. She’s worked in-house for many leading British brands and was Group Head of Engagement for the Co-operative Group. Louise now provides strategic consultancy for clients including Diageo, Nationwide and Standard Life Aberdeen.
HR directors report facing a wide range of challenges around D&I: • Balancing the gender split – particularly in typically male roles / environments such as tech or engineering. • Gaining genuine action-orientated leadership buy-in to a D&I strategy.
Gender identity and mental health s, are key areas of focus for participant with three in five identifying them as areas their organisations are proactively engaging with.
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• Maintaining the diversity mix that exists across the whole organisation within senior management roles – particularly from an ethnicity perspective. • Becoming more strategically focused when you are unintentionally diverse.
• Understanding what diversity and inclusion mean to younger generations. • Giving diversity networks a clear and meaningful sense of purpose. • Tapping into new pools of talent where resources are scarce – e.g. medical profession. • Lack of data – people aren’t completing diversity profiles within HR systems. • Making inclusion part of the day-to-day vernacular of the business.
Neurodiversity is becoming a bigg er part of the D&I conversation, bu t many participants felt lacking in knowledge. See page five for our briefing.
